绩效专业术语？英文双语对照

1. 绩效

是指组织或个人为了达到某种目标而采取的各种行为的结果。“绩”指业绩，对应最终的结果；“效”指行为、品行、态度、方式、方法等，是一种行为，对应管理成熟度要求。

2. 绩效评价

是指组织依照预先确定的标准和一定的评价程序，运用科学的评价方法、按照评价的内容和标准对评价对象的工作能力、工作业绩进行定期和不定期的考核和评价。

3. 绩效管理

是指各级管理者和员工为了达到组织目标共同参与的绩效计划制定、绩效辅导沟通、绩效考核评价、绩效结果应用、绩效目标提升的持续循环过程，绩效管理的目的是持续提升个人、部门和组织的绩效。

4. 绩效沟通

是指绩效沟通是绩效管理实施的轴心，绩效管理沟通主要是指组织者、考核者、被考核者他们之间沟通。根据绩效管理循环，将绩效沟通分为三个沟通过程：绩效计划沟通、绩效实施沟通和绩效结果沟通。

5. 关键业绩指标

企业关键业绩指标是指通过对组织内部某一流程的输入端、输出端的关键参数进行设置、取样、计算、分析，衡量流程绩效的一种目标式量化管理指标，是把企业的战略目标分解为可运作的远景目标的工具，是企业绩效管理系统的基础。KPI可以使部门主管明确部门的主要责任，并以此为基础，明确部门人员的业绩衡量指标。建立明确的切实可行的KPI体系是做好绩效管理的关键。

6. 关键绩效指标法

是指以企业年度目标为依据，通过对员工工作绩效特征的分析，据此确定反映企业、部门和员工个人一定期限内综合业绩的关键性量化指标，并以此为基础进行绩效考核。

职位的关键业绩目标是可以量化、分解、评价的，并可以在计划期内完成的目标。关键业绩指标(KPI)能够从数量、质量、时间和成本四个方面进行量化。

7. 360度评价

360度反馈评估技术（360 degree feedback）又称多源反馈技术。是指由与被评价人有密切工作关系的人（包括被评价人的上级、同级、下级、客户、自己）对被评价人进行匿名评价的综合评价系统，从而全面、客观地搜集被评价人工作表现的信息，了解被评价人的优势和不足，并可以通过多次评价结果的连续跟踪和记录，帮助被评价人进行科学的自我评价，促进被评价人不断成长。

8. 平衡计分卡

平衡计分卡，是从财务、客户、内部运营、学习与成长四个角度，将组织的战略落实为可操作的衡量指标和目标值的一种新型绩效管理体系。平衡计分卡表明了企业员工需要什么样的

1.Performance

It is the result of all sorts of behavior that point to organization or individual to be adopted to achieve some kind of goal. "Accomplishment " point to outstanding achievement, corresponding and final result; "Effect " point to behavior, moral, manner, means, method to wait, it is a kind of behavior, correspondence runs maturity requirement.

2.Performance assessment

It is the standard that points to predefine of constituent according to and due evaluation process, outstanding achievement of the working ability to evaluating an object, work undertakes the assessment technique that uses science, content according to the evaluation and standard be mixed regularly nonsked assessment and evaluation.

3.Performance management

It is to show various controller and employee organize the performance that the target participates in jointly to plan to make to achieve, performance coachs communicate, the abidance that target of application of result of performance assessment assessment, performance, performance promotes circulates process, the purpose of performance management is the performance that promotes individual, branch and organization continuously.

4.Performance is communicated

It is to show performance is communicated is the axes that performance management carries out, performance management is communicated basically is to show the organizer, person that assess, person that be assessed is communicated between them. Circulate according to performance management, communicate performance channel reduction of fractions to a common denominator the process for 3: Performance plans to communicate, performance is carried out communicate and performance result is communicated.

5.Index of crucial outstanding achievement

Index of enterprise key outstanding achievement is to point to the input that carries technological process of in-house to the organization some the crucial parameter of end, output end undertakes setting, sampling, computation, analysis, the type of a kind of target that measures flow performance quantifies administrative index, the strategic goal that is an enterprise decomposes the tool that is the distant view target that can run, it is the foundation of system of company performance management. KPI can make the branch is in charge of the main responsibility of clear branch, it is a foundation with this, the outstanding achievement of clear department staff measures index. Building definite practical KPI system is the key that has done performance government.

6.Law of crucial performance index

It is to show with company year the target is a basis, pass the analysis of features of pair of staff job performance, affirmatory report enterprise, branch and employee individual are accordingly particular inside deadline of integrated outstanding achievement decisive quantify index, undertake for the foundation with this performance is assessed.

The target of crucial outstanding achievement of position is to be able to be quantified, decompose, of the evaluation, can be inside plan period finished goal. Index of crucial outstanding achievement (KPI) can be mixed from amount, quality, time 4 respects have cost quantify.

7.360 degrees of evaluations

360 degrees of feedback assess a technology (360 Degree Feedback) call much source feedback technology again. It is to point to by with by the person that appraiser has close job to concern (include by the superior of appraiser, with class, inferior, client, oneself) the comprehensive assessment system of faceless to be being undertaken by appraiser evaluation, thereby comprehensive, objectively the information that collect is worked to behave by appraiser, understanding is mixed to be not worth by the advantage of appraiser, what can pass evaluation result for many times is successive dog and record, the help is undertaken by appraiser scientific ego is evaluated, promote be grown ceaselessly by appraiser.

8.Balance plan distributes card

Balance plan distributes card, be from financial, client, interior operation, study and grow 4 angle, implement constituent strategy a kind of when measure index and target value for exercisable new-style performance to run a system. Need of staff of company of palpability of watch of card of balance plan cent is what kind of